Termination of Employment With or Without a Cause?
Identifikátory výsledku
Kód výsledku v IS VaVaI
<a href="https://www.isvavai.cz/riv?ss=detail&h=RIV%2F00216224%3A14220%2F23%3A00130935" target="_blank" >RIV/00216224:14220/23:00130935 - isvavai.cz</a>
Výsledek na webu
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DOI - Digital Object Identifier
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Alternativní jazyky
Jazyk výsledku
angličtina
Název v původním jazyce
Termination of Employment With or Without a Cause?
Popis výsledku v původním jazyce
The specific setting of termination by the employer, i.e. the requirement to define the cause for termination, is not the only manifestation of protection of the employee. It is possible to lower the protection of the employee in the above-mentioned way and, on the contrary, to provide protection for the employee by other traditional institutes used across the legal systems of the various countries of the world. In this context, reference can be made, for example, to labour law institutions such as the length of notice periods, severance pay, unemployment benefits, but also to social security law institutions, where, in particular, possible regulation in the form of a benefit from the relevant subsystem of social security law can be considered.
Název v anglickém jazyce
Termination of Employment With or Without a Cause?
Popis výsledku anglicky
The specific setting of termination by the employer, i.e. the requirement to define the cause for termination, is not the only manifestation of protection of the employee. It is possible to lower the protection of the employee in the above-mentioned way and, on the contrary, to provide protection for the employee by other traditional institutes used across the legal systems of the various countries of the world. In this context, reference can be made, for example, to labour law institutions such as the length of notice periods, severance pay, unemployment benefits, but also to social security law institutions, where, in particular, possible regulation in the form of a benefit from the relevant subsystem of social security law can be considered.
Klasifikace
Druh
O - Ostatní výsledky
CEP obor
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OECD FORD obor
50500 - Law
Návaznosti výsledku
Projekt
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Návaznosti
S - Specificky vyzkum na vysokych skolach
Ostatní
Rok uplatnění
2023
Kód důvěrnosti údajů
S - Úplné a pravdivé údaje o projektu nepodléhají ochraně podle zvláštních právních předpisů